Research On The Impact Of Work-family Balance On Job Performance Of Grass-roots Civil Servants

The report of the Nineteenth National Congress of the Communist Party of China stated that "Party organizations at all levels should care for and care for grassroots cadres and take the initiative to solve their problems." Unlike Western countries,China has a large number of grassroots civil servants,heavy responsibilities,and the closest relationship with the people.The key to governance.Since the 18 th National Congress of the Communist Party of China,corruption has received unprecedented attention.The powerful anti-corruption campaign has had a widespread deterrent effect on officials.The sudden change in the political environment has made it difficult for grassroots civil servants to change their working methods.,Job performance declined.The performance evaluation of civil servants throughout the management of civil servants is not only an evaluation of the performance of civil servants,but also crucial to optimize the overall construction of the civil service.Studies have shown that the relationship between work and family is one of the important factors that affect their work performance.Therefore,based on the perspective of management,this article takes grass-roots civil servants as the research object,and discusses the work performance of grass-roots civil servants from the perspective of work-family balance,which has important theoretical value and practical significance.This research is mainly divided into five parts.The first part mainly introduces the background of the research,the significance of the research,the research methods used and the ideas of the whole article,and the deficiencies that need the latter to continue to discuss.The second part is to put forward the research design and research hypothesis of this paper on the basis of existing research,mainly including variable design and questionnaire scale design,and put forward the analysis model and research hypothesis of this paper based on the current research results of academia.The third part is to analyze and hypothesize the collected data and analyze the test results.The fourth part is to discuss the results of this research,what are the similarities and differences with the current research in the academic world,and propose possible reasons.The fifth part is the management enlightenment brought by this research,and puts forward the possible future research directions according to the shortage.The main conclusions of this article are as follows:Through analysis,it is verified that work-to-family conflict and family-to-work conflict can significantly negatively predict the performance of grassroots civil servants,and work-to-family conflict and family-to-work conflict can significantly negatively predict the performance of basic-level civil servants' tasks and relationships;thus,Reducing the conflict between the work of the civil servants at the grassroots level and the conflict between the family and the work both contribute to the improvement of their work performance.It is verified that work-to-family gains and family-to-work gains can significantly predict the performance of positive grassroots civil servants.Work-to-family gains and family-to-work gains can significantly predict positive grassroots civil servants 'relationship performance with grassroots civil servants.There is no significant correlation between the task performance of grassroots civil servants,and the family-to-work gain can also positively predict the task performance of grass-roots civil servants;the work-to-family gain and the family-to-work gain both contribute to the promotion of their work performance.In addition,this study found that the current relationship between the work of the grassroots civil servants and the family is active-low conflict,high gain.The reason may be that the incentive function of the parallel system of civil servant positions and ranks is basically consistent with the self-fulfilling goals and value pursuit of the grassroots civil servants themselves.